Enhancing Retention

1
Enhancing Retention

• This document provides samples of how we analyze
  and report our clients data to identify actions
  to enhance retention. The final content of a
  full report would depend on the unique trends and
  patterns identified during data analysis, along
  with the clients specific objectives.

2
Our Approach

• Our approach involves funneling the data
  through a series of increasingly targeted
  analyses.
• The objective is to synthesize and interpret the
  information to identify key priorities.
• This ensures that high-impact issues are
  identified, enabling the development of targeted
  action plans.

What is the overall state of retention?
What is the population at risk?
What differentiates those who are fully
committed (i.e., intend to stay and highly
motivated)?
What drives intent to stay at Company X?
Which of the drivers and differentiators are
strengths? Weaknesses?
What demographic differences exist?
Concrete Plans and Actions to Drive Retention
3
Overall Assessment of Intent to Stay
Mean
3.2
3.7
2.7
This slide provides an overall picture of
employees intent to stay with Company X. Taken
together, these items make up a composite measure
of intent to stay that is used as the basis for
the analyses described on the following pages.
4
Population at Risk
This slide provides an overall picture of the
percentage of Company Xs population that is
currently at risk, based on our composite measure
of Intent to Stay.
High
60
52
At Risk
Medium
20
Low
Company X
Note An employee is considered at risk if he
or she provided a neutral or unfavorable rating
on any one of the three items listed on the
previous slide.
5
Intent to Stay vs. Motivation
This analysis maps intent to stay by motivation.
Similar slides could be created for additional
demographic variables such as age, tenure,
location, level, nationality, etc.
Flying under the radar8
Intend to Stay
Fully committed 40
Intent to Stay
Opportunists 3
Actively looking? 49
Do Not Fully Intend to Stay
Not Motivated
Motivated
Motivation
6
What Contributes to Full Commitment?
Manager tells me when I have done a good
job Clear understanding of expectations for my
role Opportunities to develop my skills in my
current role I receive the information I need
to do my job well My compensation is aligned
with my performance
This slide highlights the specific items that
differentiate those who are fully committed from
those who are likely to be actively looking.
7
Strategic Priority Analysis
This slide provides an overall snapshot of the
organizations strengths and weaknesses. It can
be created for different demographics, depending
on sample sizes.
High

• Senior Leadership

Key Strength

• Communication

• Decision Involvement

Employee Positivity

• Benefits

• Learning Development

Critical Improvement

• Work Environment

• Recognition Rewards

High
Impact on Retention
8
Items Driving Intent to Stay
This slide answers the questions Of all the
items on the survey, which have the greatest
impact on peoples willingness to stay? Which of
these items are rated favorably? Unfavorably ?
I am appropriately involved in decisions that
affect my work. (70)

My manager tells me when I have done a good job.
(36)
Intend to Stay
(48)
My compensation relates to my performance. (45)
I am provided with opportunities to enhance my
skills. (57)

Note Percentages in parentheses represent
cumulative percentages of those who Strongly
Agree or Tend to Agree. Results based on a
multiple regression analysis, with Intent to Stay
as the dependent variable.
9
Key Drivers by Tenure
Once the key drivers are identified, the next
question to answer is, Are there any meaningful
demographic differences on any of these items?
This slide provides an example of differences by
tenure.
10
Intent to Stay by Level
Similar slides would be created for additional
demographic variables such as function, tenure,
gender, age, nationality, and location.
Note An employee is categorized as Intend to
Stay if he or she provided a favorable rating on
all three items that make up the composite
measure of Intent to Stay (shown on slide 3).
11
Who Plans to Work for Your Organization in 6
months? In 2 years?
This slide pinpoints differences between
short-term and longer-term plans to stayin this
example, by level. Similar slides could be
produced for additional demographic variables.
12
Who Is Fully Committed?

• Analysis across the demographic variables
  indicated
• No meaningful differences by level or function
• High percentage of employees with less than five
  years tenure
• High percentage of employees in the East

This slide illustrates how our analysis drills
down to identify the specific characteristics of
the employee population. In this example, the
analysis provides insight into the location and
tenure of the employees who are both motivated in
their jobs and intend to stay with the company.
13
Theme-Level Analysis
This is an example of a slide that would be
contained in the report appendix, illustrating
the overall results for all survey items (theme
level).
14
Manager
Mean
This is an example of a slide that would be
contained in the report appendix, illustrating
the overall results for all survey items (item
level).